2008  DISABILITY MANAGEMENT PROGRAMS

2008 DISABILITY MANAGEMENT PROGRAMS PowerPoint PPT Presentation


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CHALLENGE. Develop a Disability Management Program that enhances the Safety and Health of all employees and diminishes the impact of injury, accident, illness and absence on the employee and the Company. STAKEHOLDERS. The injured/ill employeesEmployersHealth Care and Rehab (Physio, Chiro, MD, Specialists, Midwives, Massage Therapists, etc.) Company Disability Management RepresentativeBenefit carriers, eg. Insurance Provider, WCB, MPI, E.I.Return To Work CommitteeH

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2008 DISABILITY MANAGEMENT PROGRAMS

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1. 2008 DISABILITY MANAGEMENT PROGRAMS WELCOME

2. CHALLENGE Develop a Disability Management Program that enhances the Safety and Health of all employees and diminishes the impact of injury, accident, illness and absence on the employee and the Company

3. STAKEHOLDERS The injured/ill employees Employers Health Care and Rehab (Physio, Chiro, MD, Specialists, Midwives, Massage Therapists, etc.) Company Disability Management Representative Benefit carriers, eg. Insurance Provider, WCB, MPI, E.I. Return To Work Committee H&S Committee representative Employee representative Senior Management

4. OBJECTIVES Increase Company involvement and assistance in the return to work of the injured/ill employee Improve Company competitiveness Reduce incidence of absence and absenteeism within the workplace Decrease risk and magnitude of injury/illness Reduced duration of injury/illness Promotion of early intervention and prevention initiatives

5. OBJECTIVES Improved Company communication with external health care providers / stakeholders Ensure full compliance with WCB and human rights legislation and regulations Promotion of greater interaction and collaboration with the employees Facilitate direct employee involvement in the rehabilitation and return to work processes

6. FUNCTION OF DISABILITY MANAGEMENT Return an employee to their original job or a similar job Workplace accommodation Identify other job options Identify alternatives, including training

7. PROCEDURES Inform all employees/supervisors of policy and procedures of Disability Management Program Disability Management activities are initiated immediately upon notification Physical Capabilities Analysis is an essential component of the disability management program Initiate claims promptly to expedite benefits Inform employees of their responsibilities Work as the employee’s advocate

8. PROCEDURES Disability Manager maintains regular contact with employee, supervisor, health care providers and other stakeholders Monitor progress and facilitate Return To Work Determine suitable job modification or accommodation if required - Part time, changes in job assignment, shift, equipment, etc. Employee’s active participation and cooperation is essential to successful rehabilitation and will ensure uninterrupted benefits

9. GUIDELINE FOR MODIFIED DUTY/RETURN TO WORK The goal is to make every reasonable effort to provide suitable alternate employment to an employee who is unable to perform their normal duties as a consequence of non occupational or occupational illness or injury. The objective is to return the employee to meaningful employment in some capacity.

10. SUCCESS DEPENDS ON

11. Can’t Do vs. Can Do CULTURE CHANGE Culture change includes not only changing the way organizations approach S&H but also the way they administer and manage employees in these situations Employers must also work to support ill/injured employees with regard to expediting benefits/RTW as well as their overall well being. Some employees who become ill/injured believed they are entitled to remain at home. Benefit/medical providers do not agree with this, neither should employers. Disability Management involves all stakeholders.

12. MEASURABLES LOST TIME INJURIES / DAYS BENEFITS PROVIDER EXPERIENCE STATEMENT NOTICE BOARDS INDICATING DAYS WORKED SINCE LAST LTI INSURANCE PREMIUM COSTS PROFIT SHARING IMPACT ABSENCE RATE PRODUCTIVITY MEASURMENT

13. RECOMMENDATIONS IMPLEMENT FORMAL DISABILITY MANAGEMENT PROGRAM INCLUDE NON-OCCUPATIONAL ILLNESS/INJURY DEVELOP CO-OPERATION BETWEEN BENEFIT PROVIDERS, EMPLOYEES AND INDUSTRY

14. ESTABLISHED ADMINISTRATIVE GUIDELINES Employee responsibilities in the event of an injury at work Supervisor responsibilities in the event of an injury at work Employee responsibilities for employee absences Supervisor responsibilities for employee absences Physical Capabilities Analysis form

15. THE S.A.F.E. GROUP HOW DID WE GET STARTED May 2003, Monarch Industries had implemented a Disability Management Program in their facilities and wanted to share their success with others. They had recognized that one of the “road blocks” they experienced was communicating with health care professionals.

16. THE S.A.F.E. GROUP HOW DID WE GET STARTED In September 2003, Monarch invited 7 companies to participate in general safety discussion as it relates to the employer. The intent of these discussions was to share best practices and create support for communication with health care providers. All companies responded positively, feeling that these discussions would be beneficial for everyone.

17. COMMUNICATION In April 2004, the S.A.F.E. Group met with the RHA practitioners to discuss our goals and objectives. Reducing Lost Time Days through proper claims management and communication. Implementation of standard PCA form, which is now used by all 8 companies and the RHA practitioners.

18. S.A.F.E. GROUP MEMBERS Acrylon Plastics Winkler 60 employees Buhler Manufacturing Morden 150 employees Triple E RV Winkler 250 employees Meridian Industries Winkler 240 employees Westfield Industries Rosenort 260 employees Decor Cabinets Morden 390 employees Lode-King Winkler 250 employees Monarch Industries Winkler 240 employees REPRESENTING OVER 1800 EMPLOYEES

19. THE S.A.F.E EXPERIENCE SUMMARIZING INDIVIDUAL COMPANIES ACHIEVEMENTS

20. Monarch Industries Disability Management Program, Total LTI’s 2004 Winnipeg = 19 Increase from 2003 = 5.5% Winkler = 23 Reduction from 2003 = 46.5% Overall = 42 Reduction = 31% 2003 to 2004 LTD reduction 74% 2003 - 988, 2004 – 258

21. Monarch Industries 2006 FOCUS Accident Prevention Continued incident reporting and follow up Job Hazard Analysis Promote Safety Awareness Reward accident free periods Reward LTI free periods Ongoing training of Health and Safety Committee members and supervisors Ergonomic considerations

22. Monarch Industries 2006 GOALS Minimum 50% reduction in LTI’s Continued pro-active Disability Management Program Continued support from supervisors Continued education and feedback to employees Continued assistance from WCB and WS&H Revisit doctors in Winkler Involve the local business/manufacturing community and share best practices regarding Safety and Health

23. DECOR CABINETS The PCA has been a positive tool in assisting with the Disability Management Program. Staff at all levels of Decor Cabinets has seen an improvement in assessing and responding to all injuries by taking a proactive approach in Disability Management. Early intervention methods have now also been introduced.This allows immediate accommodation and treatment to occur.

24. Decor Cabinets YTD Total Days Lost reduced by 73% since initiating this program in 2004.

25. DECOR CABINETS Total days loss per employee over total employees has decreased substantially.

27. WCB SUPPORT

28. THE S.A.F.E. EXPERIENCE “The program has been a positive influence here at Buhler” “We appreciate the acceptance within the health care community of modified duties” “The health care community seems to appreciate working with one system that includes many companies.”

29. THE S.A.F.E. EXPERIENCE “The education process has been useful in maintaining a consistent reporting process as well as allowing the health care professionals the ability to train, endorse and support the RTW process.” “The PCA has proven to be a valuable tool to health care providers, employees and industry.”

30. THE S.A.F.E. EXPERIENCE WCB and WS&H recognize the value of the S.A.F.E. Group as it relates to the entire community. Dr. Booy, “What a positive influence in the community. You’re the talk of the town.” All 8 companies involved have seen improvements in Health and Safety

31. THANK YOU FOR SHARING YOUR VALUABLE TIME WITH US TODAY QUESTIONS?

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